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Hrm Evolution

Brief Evolution of Human Resource Management Evolution of human resources: Began in and around the end of the 18th century, when the industrial revolution took place. Its creation was based upon the reaction to the harshness of industrial conditions. Welfare Tradition: Was the first form HRM and in 1833 the factories act stated that there should be male factory inspectors, its first act came into effect in 1878 which was to regulate the hours of work for children and women by having a 60 hour week. Industrial relations: Really started when Trade unions where legalized in the U.K back in 1871, industrial relations came to the fore front during WW1/2 this meant that personnel departments became responsible for its organization and administration. Bureaucracy: Arose from the increase growth or change of any given company the era is still alive and well in the modern day workforce simply put the gender pay gap is still a deeply seated complex problem in the modern day company but can be monitored nowadays by performance appraisals.

Brief Evolution of Human Resource Management cont. Professional Era: HRM nowadays has become more a key part of any company in modern business the HRM function is complex and as such has resulted in the formation of HRM/divisions in companies to handle this function. The HR function has become a wholly integrated part of the total corporate strategy. Growth of HR: This function is diverse and covers many areas including Manpower planning, recruitment and selection, employee motivation, performance monitoring and appraisal, industrial relations, provision management of employee benefits and employee education training and development.

Differences between HRM versus Personnel Management:
Section 2Both human resource management (HRM) and Personnel Management focus on people management, if we examine critically, there are few differences between them .This I will discuss further in detail over the next few pages see below. * Integration

Differences between HRM versus Personnel Management Personnel Management Focuses On:
* Welfare Tradition
* Professional Tradition
* Industrial Relations
* Control of Labor/Bureaucracy Tradition Brief Note HRM v PM: Some key differences between these two areas, personal management focuses on the welfare of its staff i.e. simple basic things like canteens, sports and social clubs and which has now developed into bigger benefits like health care plan and pension plan. I believe personnel management focuses on the staff while they are employed in the company and HRM mainly focuses on hiring and firing in today’s modern work environment and of course the renewal of staff contracts. We know ourselves in this situation that nearly 70% of jobs that are currently on offer in this country are of contract basis will have a big influence from HRM as they will have a long term strategy in place i.e. when demand exceeds supply they need to hire to cover the shortfall for short/long term contracts. So now in HRM staff is now playing a more key role than they previously used to as jobs are more on contract basis.

Differences between HRM versus Personnel Management HRM v PM Integration: The distribution of power in personnel management is centralized where the top management has full authority in decision-making, where even the personnel managers are not even allowed to give ideas or take part in any decision making which involves employees. HRM on the other hand, sees the decentralization of power where the power between top management is shared with middle and line...

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...INTRODUCTION 2
THE IMPORTANCE OF HUMAN RESOURCES MANAGEMENT IN MODERN DYNAMIC ORGANIZATIONS 2
EVOLUTION OF THE HR FUNCTION - FROM A BUSINESS FUNCTION TO A STRATEGY PARTNER 3
HR Function Growth Path 3
HR as a Business Function 4
HR as a Business Partner 4
HR as a Strategic Partner 5
EFFECTS OF TECHNOLOGICAL CHANGES ON HRM AND INTRODUCTION OF HRIS 5
A RETENTION FACTOR IN TODAY'S DYNAMIC BUSINESS WORLD - TRAINING AND DEVELOPMENT 6
TQM – THE 3 MAGIC LETTERS TO SUCCESS 7
Key Elements: 8
TOTAL QUALITY HUMAN RESOURCES MANAGEMENT 11
Introduction 11
How to implement TQHRM 12
TQHRM in Action 13
HR'S ROLE IN REENGINEERING 13
STRATEGIES FOR HR TRANSFORMATION 15
HR - Support to Strategic advantage 15
It’s your data working for you: Analytics for global HR decisions 17
References 18
INTRODUCTION
The world of work is rapidly changing. Even as little as a decade ago, the times were calmer than they are today. But that doesn't mean that ten years ago one didn't experience change. One the contrary, we were then, as we are today, in a slate of flux. It’s just- that today the changes appear to be happening more rapidly.
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...CHAPTER 2 – TRENDS IN HRM
Internal Labor Force - An organization’s workers (its employees and the people who have contracts to work at the organization).
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Knowledge Workers - Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession.
Employee Empowerment - Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.
Teamwork - The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.
Total Quality Management (TQM) - A companywide effort to continually improve the ways people, machines, and systems accomplish work.
Reengineering - A complete review of the organization’s critical work processes to make them more efficient and able to deliver higher quality.
Outsourcing - The practice of having another company (a vendor, third-party provider, or consultant) provide services.
Offshoring - Moving operations from the country where a company is headquartered to a country where pay rates are lower but the necessary skills are available.
Expatriates - Employees who take...

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ABSTRACT
The knowledge-intensifying process of the economy and the correlated rise of organizational networks, with their greater dependency on qualified and committed employees, explain the need for a form of Human Resource Management that meets the demands and needs of the management and the employees of the network organization. Considering this, the requirements for such a form of HRM that become apparent are: online applications for HR information, and the tools that are available at nay time in any place, and that enable continuous interaction between the employees and the organization. The software industry has developed for the HR personal to make it able to store, sort and retrieve information placed on huge databases. e-HR is the actually a strategic iniative to make the organization propel itself in the information age; by freeing itself from daily operational, monotonous requirements and making it more in tune with the decision making and better understanding of the employees. With the increasing possibilities of providing services to employees and management through Internet and...

...The Human Resource Management Systems (HRMS) enables you to achieve a well managed human resource system, turning HR management into a strategic advantage.
What is Human Resource Management?
Today, the most successful enterprises continuously review and improve their business functions, searching for new ways to streamline processes to make them more effective and to use them to gain competitive
advantage. Human Resource Management is responsible for addressing the workforce aspect of this continuous improvement.
How has the role of Human Resource Management changed?
Human resource management was originally an administrative and welfare role within an enterprise. This often included recruitment and record–keeping functions.
This role was primarily reactive in nature. Human Resources responded to the needs of both managers and employees, but did not anticipate them.
In the last few decades, human resource management has evolved and assumed a more proactive role, from automated processing, to the provision of a new level of strategic value.
Why is Human Resource Management important?
The people within your enterprise produce the goods and provide the services that fuel your enterprise. At the same time, the human cost is often the biggest cost a company incurs. Well managed human resources
directly improve your enterprise and contribute to a competitive advantage.
If your enterprise has strategic, value added human resource management...